ARE WE FACING THE SAME DIRECTION?
STRATEGIES AND TACTICS FOR EFFECTIVE
SERVICE DELIVERY
JS MGIDI: DDG INSTITUTIONAL DEVELOPMENT
AT MSMS: 26 N0VEMBER 2014
INTRODUCTION
• The advent of freedom and democratic rule in our
country in 1994, Government in 1994, heralded
hope and new wishes. It produced new thinking,
new expectations, needs and demands on the part
of society. In those who experienced freedom and
democracy for the first time, it created a sense of
ultimate achievement, satisfaction and pleasure.
And they were humanly correct to respond in this
manner. What did not seem to be an obvious and
serious challenge in the earlier years of freedom
and democracy was: How all these new human
constructs were going to, dynamically and
constantly and with the passage of time, mutate
themselves into new forms and shapes.
INTRODUCTION
• Concurrently with all the new developments, new
scenarios, opportunities and challenges emerged in
various areas including governance, administration,
management and leadership. This Summit, being
the biggest gathering of SMS members whose
mandate it is to translate the wishes, needs and
socio- economic, politico-developmental and
humanitarian wishes, needs and aspirations of
society into concrete programmes and projects,
must produce, collectively, new ideas, new ways of
thinking and working and new skills and new plans
in order to meet new societal expectations.
INTRODUCTION
• WHAT IS THIS DIRECTION THAT WE ARE TALKING
ABOUT AND WHY SHOULD WE ALL FACE THE SAME
DIRECTION
• THE DIRECTION POINTERS IN OUR CASE INCLUDE
1. Constitution
2. Constitutional creatures
3. Policies of Government
SAME DIRECTION
• Respect for constitution
• Law in particular (PFMA, PSA etc)
• Policies and its creatures
• Shared vision
• Value add (Skills and Knowledge)
• Exemplary leadership
INTRODUCTION
• Alan Ehrenhalt believes that “ When the
government has the right people, and the right
systems, and the right intentions, many good things
are possible. The trick is knowing which ones they
are.” WHERE DO WE STAND COLLEAGUES IN
RELATION TO THIS POSITION? A we the right fit for the
new purpose? Our systems and procedures giving
us the results expected by our communities?
INTRODUCTION
• One of the biggest challenges we face today as
administrative leadership is the right match of right
solutions to the right challenges. In other words
dispelling the notion and tendency of trying to solve
today’s problem at the same level of thinking we
were at when they were created.
COMMON FACTORS FOR SERVICE DELIVERY
• Better evidence for better decision making
• Greater engagement and empowerment of the
people
• Investment in skills
• Cooperation and partnership
CHANGE PRONE AND OPEN
MINDEDNESS
• The problem we face today
Albert Einstein: Definition of sanity is doing the same thing over and
over again and expect different results.
Leadership: Is about getting results through others
Leadership and discipline are essential to performance.
Results orientedness
If you turn to be more concerned about inputs than results you end
up creating work not results
The effect is organizational overload bulky wage bill
INVEST IN SKILLS
Our intellectual capacity enables us to better
understand our work environment, determines our
destiny (Vision and Mission) makes whatever choices
we make towards achieving our objective. This
includes deploying appropriate skills, available or
developed, that are equal to the task
WHAT IS THE LEARNING
ORGANIZATION
• The following are some of the characteristics of
the learning organization:
• Ability to continually improve performance
through new ideas, knowledge and insights,
• Ability to constantly anticipate, innovate and find
new and better ways to fulfill its mission,
• A tendency to change its behavior to reflect new
ideas and insights,
WHAT IS THE LEARNING
ORGANIZATION
• People, their knowledge, know-how and ability to
innovate are at the heart of the learning
organization,
• It recognizes learning as being a collective
undertaking involving the exchange of knowledge
and ideas among people working together in
teams and network,
• It encourages managers and employees to identify
their own needs,
WHAT IS THE LEARNING
ORGANIZATION
• Provides a regular review of performance and
learning for the individual,
• Encourage individuals to set challenging learning
goals for themselves,
• Provides feedback at the time on both
performance and achieved learning,
• It relies on teams and networks to expand its
intellectual capacity,
WHAT IS THE LEARNING
ORGANIZATION
• Reviews the performance of mangers in helping to
develop others,
• Seeks to provide new experiences from which individual
can learn,
• Provide and facilitates the use of on-the-job training,
• Tolerates some mistakes, provided individuals to try and
to learn from them
• Encourages individuals to review, conclude and plan
learning activities.
THANK YOU